Question

Case Scenario

Congratulations! You were recently promoted from Assistant Administrator to Licensed Nursing Home Administrator. With the promotion comes a new opportunity to be the Administrator of a one-hundred bed skilled nursing facility in a rural area of central PA.

Unfortunately, the facility is not without its challenges. In the past six months, twenty-nine employees, all CNAs, have resigned with several CNAs simply not showing up for their scheduled shift. The constant turnover has impacted staff morale to where it is now at an all-time low.

Your facility is budgeted for forty-five CNA positions, however the facility averages forty CNAs on staff. You are concerned that the low morale and additional workload will result in burnout and subsequent additional turnover. You spring into action, consulting your HR specialists and management team to design a program to retain CNAs in your LTC facility.

1.    Establish a baseline. What is your current CNA turnover rate?

2.    What is your goal? How much would you like to reduce the turnover rate?

3.    What actions or initiatives will you develop to meet your goal? Develop a time line associated with each action.

Keep in mind, the literature suggests CNAs leave their jobs for four main reasons,

·       short staffing,

·       poor wages and benefits,

·       lack of respect,

·       inadequate training and education

Therefore, your initiative(s) should resolve two or more the reasons why CNAs leave their jobs.

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Resources you may find useful:

·       Fast Facts on Staff Retention (Links to an external site.)Links to an external site..

·       National Nursing Home Quality Campaign: Staff Stability. (Links to an external site.)Links to an external site.

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Answer 1

1 Employee turnover rate is the number of employees who left an organisation within a year.it requires three numbers the number of active employees at the beginning and end of the month and the number of employees left.in the beginning of the year if i have 45 employees and 55 at the end and 5 employees left during that year the annual turnover rate would be 10%

2.i would first compare the rate with the health care ie if the turnover rate is higher than industry average it means the management is not effective .i would like to reduce the turn over rate by analyzing the turnover rate.The goal would be to retain successful and experienced employees ,especialy employees who specialize in providing daily elder care.it is a challenging issue.i would like to reduce the turnover rate by 5% as it is unable to control the resignations from pensioners.

3 If the employees motivation factors are improved their job attitudes may improve and become more positive,if their self-actualisation needs are satisfied.Achievement recognition,positive feedback and promotion helps in building confidence in employees.Hygienic factors also need to be looked upon as it is also contibutes in improving the productivity.